IMPORTANT ELEMENTS IN THE CASE

SIEMENS : Training and Development as a Growth Strategy

Workforce Planning – Identifying Training needs
• Right number of people, right time and right skills
• Identify present and future skill and talent gap
• Workforce planning Model : Environment, Current and Future Profile, Analysis, Needs
• Predict and adapt to Business needs continuously
 
Entry Level development program
• Apprenticeships :  Off college,  Build relationship, long term trust
• Siemens Commercial Academy : Skills acquired : HR, Accounting, Communication, Finance
• Siemens Graduate Programs :  Three core areas : Engineering, IT, Business
 
Benefits attained through training and development 
• Flexible adaptable employees : Automobile, Energy, IT, Healthcare
• Improving productivity and earning more revenue
• Long-term employee commitment : Increased attachment
IMPORTANT ELEMENTS IN THE CASE
SIEMENS : Training and Development as a Growth Strategy
(Continued)

Measuring Training effectiveness

• Development opportunities identified at the beginning of year

• Trainings administered in relevant areas and monitored
• Ongoing feedback session and identifications of new areas
• Once skills are up to date – deployed in relevant areas
 
Training and business objectives 
 
• Improves performance of individuals and in turn the company
• Remain competent and deliver with high productivity
• Employees stay longer in the organization
• Customer continuity, loyalty and quality increases – ensures better business results